the one minute manager -Ken Blanchard -Spencer Johnson

Overview The three secrets of one minute management and their summary Why these three secrets work and some examples The Game Plan – One Minute Manager

The three secrets of one minute management and their summary

Why these three secrets work and some examples

The Game Plan – One Minute Manager

The First Secret: ONE MINUTE GOALS The foundation for One Minute Management 80-20 goal-setting rule Behavioural terms (observable, measurable) Versus Complaining (attitudes or feelings)

The foundation for One Minute Management

80-20 goal-setting rule

Behavioural terms (observable, measurable)

Versus

Complaining (attitudes or feelings)

Summary: ONE MINUTE GOALS Agree on your goals See what good behaviour looks like. Write out each of your goals on a single sheet of paper using less than 250 words Read and re-read each goal, which requires one minute or so each time you do it. Take a minute every once in a while out of your day to look at your performance, and See whether or not your behaviour matches your goal.

Agree on your goals

See what good behaviour looks like.

Write out each of your goals on a single sheet of paper using less than 250 words

Read and re-read each goal, which requires one minute or so each time you do it.

Take a minute every once in a while out of your day to look at your performance, and

See whether or not your behaviour matches your goal.

The Second Secret: ONE MINUTE PRAISINGS Try to catch them doing something right Crystal-clear feedback; Tell precisely what was right Close contact Habit: To catch yourself doing things right “People who feel good about themselves produce good results”

Try to catch them doing something right

Crystal-clear feedback; Tell precisely what was right

Close contact

Habit: To catch yourself doing things right

“People who feel good about themselves produce good results”

Summary: ONE MINUTE PRAISINGS Tell people right from the start that you are going to let them know how they are doing. Praise people immediately. Tell people how good you feel about what they did right, and how it helps the organization and the other people who work there. Stop for a moment of silence to let them ‘feel’ how good you feel. Encourage them to do more of the same Shake hands or touch people in a way that makes it clear that you support their success in the organization.

Tell people right from the start that you are going to let them know how they are doing.

Praise people immediately.

Tell people how good you feel about what they did right, and how it helps the organization and the other people who work there.

Stop for a moment of silence to let them ‘feel’ how good you feel.

Encourage them to do more of the same

Shake hands or touch people in a way that makes it clear that you support their success in the organization.

The Third Secret: ONE MINUTE REPRIMANDS Reprimand as soon as something wrong is done Specify exactly what was wrong Don’t attack anyone as a person only behaviour Be consistent

Reprimand as soon as something wrong is done

Specify exactly what was wrong

Don’t attack anyone as a person only behaviour

Be consistent

Summary: ONE MINUTE REPRIMANDS 1.Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms. TWO PARTS OF ONE MINUTE REPRIMANDS The first half of the reprimand The second half of the reprimand

1.Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms.

TWO PARTS OF ONE MINUTE REPRIMANDS

The first half of the reprimand

The second half of the reprimand

- The first half of the reprimand: Reprimand people immediately Tell people what they did wrong – be specific. Tell people how you feel about what they did wrong – and in no uncertain terms. Stop for a few seconds of uncomfortable silence to let them feel how you feel

Reprimand people immediately

Tell people what they did wrong – be specific.

Tell people how you feel about what they did wrong – and in no uncertain terms.

Stop for a few seconds of uncomfortable silence to let them feel how you feel

- The second half of the reprimand: Shake hands, or touch them in a way that lets them know your are honestly on their side. Remind them how much you value them. Reaffirm that you think well of them but not of their performance in this situation Realize that when the reprimand is over, it’s over.

Shake hands, or touch them in a way that lets them know your are honestly on their side.

Remind them how much you value them.

Reaffirm that you think well of them but not of their performance in this situation

Realize that when the reprimand is over, it’s over.

Why One Minute Goals Work The pinball game New member in sourcing group

The pinball game

New member in sourcing group

Why One Minute Praisings Work Sea aquarium shows – a huge whale jumping over a rope which is high above the water. New member in TAG group whose goals are already defined

Sea aquarium shows – a huge whale jumping over a rope which is high above the water.

New member in TAG group whose goals are already defined

Why One Minute Reprimands Work Children committing mistakes New member in TAG group whose goals are already defined

Children committing mistakes

New member in TAG group whose goals are already defined

Game Plan: ONE MINUTE MANAGER One Minute Goal Setting Goals Achieved (or any part of goals) Goals Not Achieved (why not?) ATTITUDE PROBLEM GOALS UNCLEAR One Minute Praisings One Minute Repriands Set New Goals Redirect & Review Goals Clarify & Review Goals Start Here Won’t Can’t